Role Overview

The Regional Manager of Human Resources & Payroll is a senior leadership role at Cadogan Tate, responsible for the strategic direction, operational excellence, and compliance of all HR and payroll functions across the organization. Based in the Dallas office, this role serves as the central point of accountability for people operations, ensuring consistency, legal compliance, and high-quality employee experience across all locations.

This role acts as a bridge between executive leadership and HR management, translating business objectives into scalable people strategies. HR Managers report into this role, which provides oversight, coaching, and governance while retaining hands-on accountability for employee relations execution, payroll accuracy, and risk management, with defined escalation to the Vice President of Human Resources.

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Key Responsibilities

Strategic Leadership & Governance

· Develop and execute an enterprise-wide HR and payroll strategy aligned with business goals.

· Serve as a trusted advisor to executive leadership on organizational design, workforce planning, risk, and culture.

· Establish clear HR governance, standards, and operating models across regions.

· Ensure HR programs are scalable, consistent, and compliant across jurisdictions.

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HR Operations & People Management

· Lead, coach, and manage HR Managers, ensuring strong execution across all HR disciplines.

· Oversee employee relations strategy, including investigations, performance management escalations, and corrective action.

· Ensure consistent application of policies, practices, and disciplinary standards across the organization.

· Prepare, document, and recommend disciplinary actions, including terminations; all terminations require prior review and approval from the Vice President of Human Resources.

· Serve as the primary escalation point for sensitive or high-risk employee matters prior to VP-level review.

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Payroll Oversight

· Own payroll governance and accuracy, ensuring timely and compliant payroll processing.

· Partner closely with payroll providers and Finance to ensure alignment, controls, audits, and reconciliations.

· Oversee payroll-related compliance, including wage and hour laws, reporting, and audits.

· Ensure payroll processes integrate seamlessly with HRIS and benefits administration.

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Compliance, Risk & Employee Relations

· Ensure compliance with federal, state, and local employment laws, with particular focus on New York, multi-state operations, and operationally intensive environments (warehousing, logistics, client-facing staff).

· Monitor and adapt to statutory changes, ensuring compliance is treated as a legal requirement, not a reward or discretionary benefit.

· Oversee HR policy development, updates, and enforcement.

· Partner closely with the Vice President of Human Resources on all termination decisions, high-risk employee relations matters, investigations involving legal exposure, and employment-related claims.

· Assist VP of Human Resources with litigation support and relationships with external counsel.

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Compensation, Benefits & Performance

· Provide oversight of compensation frameworks, incentive programs, and benefits offerings within established strategy.

· Ensure pay-for-performance alignment, consistency, and transparency.

· Support performance management systems, promotions, and compensation recommendations.

· Partner with Finance on workforce budgeting, forecasting, and headcount planning.

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Systems, Data & Reporting

· Own HRIS and payroll system effectiveness, data integrity, and reporting.

· Analyze HR and payroll metrics to identify trends, risks, and opportunities for improvement.

· Deliver clear, executive-level insights on workforce data, compliance exposure, and people costs.

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Culture, Leadership & Development

· Champion a professional, compliant, and service-driven culture aligned with Cadogan Tate’s premium brand and client expectations.

· Support leadership development and succession planning.

· Ensure managers are trained and equipped to lead effectively, consistently, and lawfully.

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Skills & Qualifications

· Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s preferred.

· 10+ years of progressive leadership experience in HR, payroll, finance, or people operations within a complex organization.

· Demonstrated experience overseeing payroll in partnership with Finance or external providers.

· Strong working knowledge of U.S. employment law, wage and hour regulations, and compliance requirements.

· Proven ability to operate at both strategic and hands-on levels.

· High degree of judgment, discretion, and executive presence.

· Advanced experience with HRIS and payroll systems.

· Excellent communication, influencing, and problem-solving skills.

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Preferred Qualifications

· SHRM-SCP, SPHR, or equivalent certification (or commitment to pursue).

· Experience supporting senior executives and operationally intensive businesses.

· Background in compliance-heavy or highly regulated environments.

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Work Environment

· Office-based in Dallas with periodic travel as required.

· High level of confidentiality, accountability, and partnership with executive leadership.

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